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Training and Facilitation
Every year organizations
spend billions of dollars on training and facilitation. And every
year organizations under financial pressure eliminate training and
facilitation to bring budgetary relief.
Disappointment
often stems from a view of facilitation as “skills development”
that “has to be done.” Higher-order training and facilitation is
directly related to the organization’s Vision, Values and Strategic
Planning, or critical leadership skills such as team alignment or
risk-taking.
At Innolect, our approach to Training and Facilitation is directly
related to our other areas of Program Expertise: Assessments, Leadership
Development, Vision and Values Deployment, Culture Integration,
Strategic Planning, Change Communications, Coaching, and Process
Improvement/Six Sigma.
If we can’t link a Training and Facilitation assignment to serving
a client in one of the above critical areas, we decline the opportunity.
If the linkage is clear, we commit ourselves to innovative, breakthrough
training and facilitation approaches that leave participants with
a significantly altered set of viewpoints, skills and tools. As
examples:
- An Independent Power Producer saw an opportunity that would increase employee morale and improve business performance and competitive position. Innolect Associate Bill Davis set about a program of Transforming Supervisors into Managers.
- The Vice President of a Licensing and Development division wanted to build cross-divisional cooperation, encourage a culture of risk-taking, and give senior managers a visceral sense of what it feels like to be Driven to Perform. Innolect Associates Dave Ruszkowski and Becky Ripley facilitated an innovative “training” and facilitation experience at a NASCAR speedway.
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